Anger Management Coaching And Classes Are Recession-Proof

 In spite of the recession in the U.S., Certified Anger Management Providers are doing well and good. There are a number of reasons for the continued surge in the request for anger management services. One is supply and demand, which relates to the limited number of Certified Anger Management Providers in the U.S.  A second reason is the standard use of Pre and Post Tests by all Certified Anger Management Providers.

Increasingly, businesses, industry and governmental agencies are demanding Evidenced Based Programs for anger management as opposed to counseling, psychotherapy or process groups. Pre and Post Tests are the only reliable means of determining the success or lack of success of any type of intervention including anger management. 

Additionally, anger management offered by Certified Anger Management Providers is more than managing anger. Coaching or classes offered by Certified Anger Management Facilitators (CAMF) are based on Emotional Intelligence. Emotional Intelligence is a relatively new concept which is related to the ability to understand one’s own feelings and behavior as well as the capacity to sense the feelings and needs of others and to utilize this information in a way that enhances interpersonal relationships.

In addition to anger management, these programs teach skill enhancement in the following Emotional Intelligence areas:

  • Self-awareness
  • Self-control
  • Social Awareness
  • Relationship Management
  • Self-Esteem
  • Interpersonal  Assertion
  • Stress Management
  • Empathy
  • Time Management

Structured lessons and exercises using client workbooks, DVDs, CDs, Posters and role-play are used to practice enhancement skills in all of the areas listed above.

Most of the current clients in anger management coaching/classes are employees including attorneys, physicians and executives who are referred by their employers for assistance in improving their interpersonal relationships at work. Human Resource Managers, Physician Well-Being Committees, Risk Management Officers as well as Executive Directors are the key sources of referrals to most anger management programs. Wives and significant others are a second source of referrals followed by self-referrals for non-work related issues. Court mandated referrals are, in fact, the smallest category of persons referred to anger management classes.The primary purpose of employee referrals to Certified Anger Management Providers is to protect the organization from hostile work environment lawsuits and to increase workplace performance and morale. Anger Management is lucrative because it works. 

George Anderson, MSW, BCD, CAMF


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